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| transsexual staff :: Monitoring
Monitoring numbers of transsexual staff is a very sensitive area and opinion continues to be divided on this issue. Many trans staff have been bullied, harassed and marginalised, and could be very negatively affected by disclosure of their trans status. As an employer, public authorities have a duty to protect an individual’s right to privacy. However, without gathering some form of evidence, it may be difficult to monitor the impact of policies and procedures on trans people or employment patterns such as recruitment, training, promotion or leaving rates. However, because many trans people have had negative experiences in the workplace, many may be reluctant to disclose or may not trust their employers fully. If possible, it is recommended that monitoring is conducted through a neutral organisation under a guarantee of anonymity. If this is not possible, monitoring should take place within your usual monitoring arrangements, though it is essential that public authorities ensure that trans staff are not identifiable. For example, diversity statistics should not be linked to IT-based personnel records that indicate grade or job title, as the small number of transsexual employees in the organisation may be identified by these or other variables, compromising confidentiality. When monitoring, it is important to recognise that transsexual people will identify as men or women, as well as transsexual people, and therefore it is not appropriate to offer a choice between identifying as male, female OR transsexual. Confidentiality is paramount, and public authorities should guarantee that the responses given are not disclosed or linked to any other identifying feature. The EOC recommends that public authorities, especially larger public authorities, should try and carry out some form of monitoring, otherwise they will be unable to identify where discrimination may be occurring or to identify any appropriate action to take. In small public authorities, however, it may be difficult to protect an individual’s right to privacy and so small public authorities may for this reason feel that monitoring is not appropriate. Public authorities need to think this decision through carefully, as they would with other forms of monitoring, such as race, disability, or sexual orientation, and may find it helpful to discuss their approach with staff, including trans staff networks, and trade unions. The EOC recommends that public authorities take the following steps when monitoring: • Ensure that any equal opportunities policy expressly
covers transsexual staff so that staff are confident about the framework
within which they are operating. page: trans :: monitoring.htm |
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